Disciplining an employee is an uncomfortable and difficult process for an employer to undertake, and the implications for poorly condu...
CultureJuly 8, 2019
Employees not presenting for work, either habitually or for a prolonged period of time, is an ever present issue for businesses. In 2017, it was reported that absenteeism costs SMEs roughly $6,000 per year on average.
Causes for absenteeism can vary, but commonly fall into two categories: the employee may be dealing with a serious personal or family hardship; or dissatisfaction with work.
Factors for absenteeism include:
Tackling absenteeism can be difficult and complex, as the causes for an employee’s prolonged absence can be serious and very personal. Even just discussing the issue with an employee can be delicate.
However, there are a few steps you can take to ensure employees understand your position on absenteeism, and to get them back on track to regular work attendance and to being a happy and healthy employee:
Taking these steps can help prevent employee absenteeism. Keep in mind that a human-first approach – that is, misconduct is not the primary reason for absenteeism – is the best approach to take in these situations. While you can address any absence notification failures, treating genuine absence as misconduct can result in a successful claim from an employee.
For more information about bullying procedures, check out this video with Employsure’s Senior Adviser, Gabrielle Findlay. For other causes of absenteeism, Employsure has information on: